Employee engagement has experienced a great deal of popularity in recent years; at the same time, corporate social responsibility initiatives have resulted in a dramatic increase in corporate volunteering opportunities. Although employee engagement levels have significant financial implications to most organizations, little research has explored the relationship between corporate volunteerism and employee engagement. This study relied on social exchange theory as a theoretical construct to examine the correlation between quantitative variables of corporate volunteerism and employee engagement. The Utrecht work engagement survey and volunteer functions inventory, both well-documented instruments in terms of validity and reliability, were used to survey 201 employed volunteers who regularly participate in community service clubs located throughout northern Missouri. Research results indicated a statistically significant and positive correlation between the corporate volunteerism factors of career, values, and understanding with three employee engagement subcomponents of vigor, dedication, and absorption. In addition, responses from volunteers who perceived career development benefits from volunteering activities were positively correlated with higher levels of employee engagement, but only at a moderate level of strength. Finally, volunteer age and education level were not positively correlated to employee engagement at a significant level. The findings suggest that workers who volunteer for reasons of career, values, or understanding have a higher level of employee engagement compared to those who volunteer for other reasons.
|Subjects||Business administration; Management; Organizational behavior|
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